Organizational Culture Analysis BUS 610.docx

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1 Running Header: BANNER CULTURE Organizational Culture Analysis: Banner Health Stephani Christenson BUS 610 Organizational Behavior Dr. Nils Ohrberg August 14, 2017
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BANNER CULTURE 2 Organizational Culture Analysis: Banner Health In 1999, two different healthcare organizations merged to become Banner Health. In order to succeed as Banner Health, Peter S. Fine and the rest of the leadership team needed to change the organizational culture from the outside and the inside. In their initial presentation to the public the new logo, a heart waving like a banner, was unveiled and the new mission, vision, and values were announced and the hospital names were changed to remove the old cultural artifacts of both companies and present a united front. Donald Baack (2012) suggests that the foundations of any organizational culture can be found in their observable artifacts, their espoused values and their enacted values. The foundation that Banner established as they formalized the company and their drive to position Banner Health as the eighth largest healthcare system in the country according to Becker’s Hospital Review [Die15] was built from these three essential blocks. The waving Banner blue heart logo, was the first evidence of a new direction for the Samaritan and Lutheran Healthcare networks and, to this day, one of the first items on the to-do list when Banner acquires a new healthcare group or organization is to get the Banner logo on the door and on all signage. Initially, the simple seven-line heart was designed to communicate to the patients and the employees that they can count on healthcare delivered with heart by the
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  • Fall '15
  • Sociology, Organizational Behavior , Organizational Culture, Organizational studies

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